A third of employees would prefer flexible working over a pay rise


An excellent article Becky, I agree wholeheartedly - great bosses make you feel engaged and empowered and stop the interference of petty executive sibling rivalry hindering your contributions. But a ...

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A third (34%) of employees would prefer a more flexible approach to working hours than a 3% pay rise

Investors in People's Job Exodus Trends poll asked respondents to choose between two scenarios – a 3% pay rise in line with recent UK increases, or a different non-remuneration benefit.

As well as those looking for a more flexible working life, nearly a third (28%) said they would rather have a clear career progression route and a quarter (24%) would prefer their employer invested in their training and development more.

Nearly half (48%) of the UK workforce said they will be looking for new jobs in 2016. The most common reason people were unhappy with their current role was poor management (43%), followed by not feeling valued (39%). Unsatisfactory pay was the third most common reason as to why employees were unhappy, cited by 38%.

One in five (19%) employees across the country complained of having a high workload, and nearly a quarter (23%) are concerned by a lack of career progression. Just over a quarter (27%) said they were unhappy with their levels of pay. Career progression was a particular issue for younger workers with more than a quarter (26%) of 18- to 24-year-olds saying they felt they have no clear career progression in their current role.

Head of Investors in People Paul Devoy said that improved salaries over recent months mean that pay has become less of a gripe for UK employees.

“But longstanding issues around poor management and how valued people feel at work continue to make UK workers miserable,” he added. “We know that bad leadership alone costs the UK £39 billion a year. If employers addressed these factors they would have a more committed workforce and far fewer resources tied up in constant recruitment drives. As the economy improves many employers run the risk of losing their valuable, skilled staff.”

Devoy said that small things can make a big difference. “Feeling valued, understanding their role in the organisation, and how they can grow with the business are all big concerns for UK workers,” he said. “Saying thank you, involving employees in decisions, and giving them responsibility over their work are basic ways to make staff happier and more likely to stay. Employers also win, with a more committed workforce, higher retention and a clearer view of the future.”


An excellent article Becky, I agree wholeheartedly - great bosses make you feel engaged and empowered and stop the interference of petty executive sibling rivalry hindering your contributions. But a bad boss is a whole different story! In my career I have had my fair share of both and I been known to stretch my luck a few times when I remind CEO's and their ilk that if the problems they have this year are the same problems they had last year then they are the problem. But as HR professionals we need to do more than spot the problem we need to offer a solution , I totally agree with your sentiment that a simple "thank You" carries great power. I would like to offer one additional tip for individuals looking to move to a new challenge I call it the Pronoun Test and its very simple but also very revealing. Whilst undergoing an interview for a new role always ask questions about future challenges and previous successes." then listen for the pronouns "YOU" & "I" e.g. regarding challenges if you hear that "YOU" will deal with a lot of ambiguity” you can forget any direct support from your boss and when hearing about previous successes the "I" pronoun lets you know who will be taking the glory for all your future efforts. Thanks again for this timely reminder at the beginning of another new year


It would be very interesting to see some more breakdown on the demographics and salary bandings. Requirements are different at different points in careers and the i would be interested as to the range of responses

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